Senior Talent Acquisition Manager | GTM & Operations

Job description

[bunch](https://www.bunch.capital/) is building the backbone of private markets. We are enabling next-gen fund operations with one integrated system that combines secure data infrastructure, AI-powered workflows and expert fund services. If you value ownership, growth through real responsibility, and working with a thoughtful, ambitious team, this role might be for you. ## **Your role** As Senior Talent Acquisition Manager — GTM & Operations at bunch, you will own hiring across business roles. You will combine hands-on sourcing and closing with portfolio leadership, business judgment and trusted partnership with senior stakeholders. You will: - Own end-to-end hiring across GTM (Sales, Marketing, Customer Success, Revenue Operations, Partnerships), and Operations (e.g. Fund Operations, Fund Accounting) across Germany and the UK, plus occasional hires in other locations (Luxembourg and the Netherlands), while developing a deep understanding of each team and translating company priorities into clear role outcomes and practical hiring plans - Partner with functional and executive leaders to shape demand, challenge role design and improve hiring decisions, while setting clear expectations on ownership, timelines and trade-offs - Build and close high-quality pipelines through direct sourcing, referrals, networks, communities, events and selective agencies, and manage a thoughtful, responsive and honest candidate journey from first contact through offer - Lead the portfolio with clear priorities and forecasts, using evidence on talent supply, compensation, location, competitors and candidate motivation to recommend sequencing, capacity and external support - Strengthen hiring quality through disciplined intake, scorecards, interviews, feedback and closing, while identifying friction, testing improvements and sharing reusable practices with hiring managers and the wider TA team - You will use tools such as Claude, Gemini, Notion AI to increase leverage and develop better recruiting workflows, while retaining accountability for judgment, quality, privacy and sensitive communication - while leveraging our ATS features (Ashby) - Contribute to building and efficient and future-proof hiring systems with the rest of the People team - Contribute to further building bunch brand presence and employer branding initiatives, while build a community around you in the private markets space ## **About you** - You have significant end-to-end recruiting experience across business functions such as GTM, Operations and/or Professional Services, including senior or high-impact searches - You have a strong track record of sourcing and closing high-calibre, hard-to-reach candidates through direct outreach and other creative channels - You have worked across multiple functions, markets or locations and can adapt your approach to different talent pools and business contexts - You have experience in fintech, fund administration or professional services, or evidence that you can build credibility quickly in a complex domain - You bring a constructive, high-ownership attitude and stay close enough to execution to turn ambiguity into action - You can hold substantial cognitive load across a changing portfolio, senior stakeholders and high-stakes candidates without losing clarity, detail or follow-through - You have strong discernment: you see nuance, separate signal from noise and know when persistence should become a different strategy - You combine emotional intelligence with gravitas, adapting to different stakeholders while remaining direct about evidence and trade-offs - You have strong business acumen and connect company priorities, team design and commercial or operational outcomes to practical hiring plans - You are self-starting and act with agency: you create structure, initiate solutions and escalate with an informed recommendation - You have practical experience using AI tools in your daily recruiting workflow; experience building automations or new workflows is a strong advantage - You build strong processes and data discipline without becoming rigid, and continually look for ways to improve candidate experience and team effectiveness - You communicate fluently in English ## **What success looks like** - **Own it:** Take accountability for the business hiring portfolio, not only individual requisitions. Create clarity where ownership is ambiguous, close loops with senior stakeholders and surface risks early with a recommendation. - **Aim for impact:** Focus talent capacity on the hires and improvements that move company outcomes. Make explicit trade-offs, connect hiring decisions to revenue and delivery, and measure quality as well as speed. - **Empower others:** Raise the effectiveness of hiring managers, peers and interviewers through coaching, context and reusable practice. Build trusted partnerships while preserving shared accountability. - **Always be curious:** Learn the business, customer and talent market deeply. Ask why before accepting demand, test assumptions and turn market and quality-of-hire evidence into better workforce decisions. - **Enjoy the ride:** Bring calm, warmth and constructive energy to high-pressure searches and difficult conversations. Recognise progress and support the team while maintaining a high bar. ## **Workplace & benefits** - Customizable benefits package covering wellbeing, sport, mobility, food and more - 28 days of vacation, plus two company days and local public holidays - Remote-flexible hybrid work with three days per week in the office - Up to six remote calendar weeks per year - A great tech and work setup - Work with a diverse team of 150+ bunchies from 40+ countries, with leaders who are best-in-class in their domains ## **Hiring process** 1. **Screening interview with Roberto (Senior TA) — 30 min:** Motivation and the five values most important for operating in a fast-paced environment. 2. **Deep dive interview with Joana (People Lead) — 30 min:** 3. **Live case interview with Roberto & Joana — 60 min:** No preparation required; work through general, situational and behavioural recruiting questions. 4. **Cross-functional round — 2 × 30 min:** Meet leaders from across the Business portfolio to explore advisory ability, organisational judgment and leverage. Questions? Reach out to [roberto.bigolin@bunch.capital](mailto:roberto.bigolin@bunch.capital) ### Curious to learn more? - [About bunch](https://www.bunch.capital/about) — Our mission, product and journey so far - [Case Studies](https://www.bunch.capital/case-studies) — About those who already build on bunch - [Gathering insights](https://www.bunch.capital/blog) — Our latest bunch of blog posts - [Glossary](https://www.bunch.capital/private-markets-glossary) — Explore commonly used private-market terms ## **About bunch** bunch is building the operating infrastructure for the next generation of private markets. We combine AI-powered automation with deep regulatory expertise to replace fragmented spreadsheets and manual processes with one integrated platform across the fund lifecycle, purpose-built for private markets heading toward $32 trillion in Assets Under Management. We've 4x our ARR in 2025, crossed 150 fund managers and 12,000 LPs on the platform, and just closed our $35M Series B in May 2026. We're looking for ambitious people who want real ownership of hard problems, and who care about building infrastructure that actually matters to the people using it. ____ At bunch, we're committed to an inclusive environment where diversity is valued and celebrated. We provide equal opportunities to all qualified applicants. We process personal data in line with applicable laws (including GDPR). See our [Privacy Policy](https://www.bunch.capital/privacy-policy) for details on your rights and how to reach us.